Culture, Leadership, People
Matthew Harrington
Unlock the Secrets to Revitalize and Retain ...

We are thrilled to announce the release of our new e-book, "Revitalize and Retain Staff", now available for free download on our website! This comprehensive guide is packed with actionable strategies designed to boost employee engagement, retention, and resilience. Whether you're leading a small team or managing a large organization, this resource is your roadmap to creating a thriving workplace where people want to stay, grow, and succeed.

Unlock the Secrets to Revitalize and Retain Your Staff: E-Book Launch Today!
People, Leadership
Matthew Harrington
The Deep Ocean Model – Unseen Currents of ...

This post draws parallels between ocean currents and human behavior, suggesting that just as deep currents shape the surface waves, underlying beliefs drive visible behaviors. These beliefs, though often unseen, influence actions and decisions in the workplace, making it essential for leaders to uncover and address them rather than merely focusing on surface behaviors. By engaging in meaningful belief discussions, leaders can guide behavior changes, much like oceanographers study currents to predict and influence ocean movements.

The Deep Ocean Model – Unseen Currents of Belief and the Behavior That Shape Us
People, Leadership
Matthew Harrington
The Leader as a Gardener of People: Maturity

The final stage of development, Maturity, represents team members who have high aptitude and attitude, capable of bearing fruit and mentoring others. Leaders should empower these individuals by delegating responsibilities and encouraging them to guide those in earlier stages, like the Adolescent follower. By assessing and strategically supporting each team member's growth, leaders can cultivate a thriving and productive environment where everyone can flourish.

The Leader as a Gardener of People: Maturity
Leadership, People
Matthew Harrington
The Leader as a Gardener of People: Disgruntled ...

The "Disgruntled" stage in a follower’s development mirrors the secondary growth phase of plants, where individuals become experienced but may harbor negative attitudes and exhibit inconsistent behavior. These team members often have high aptitude but are susceptible to negativity, which can impact both their performance and the morale of others. Leaders must address these behaviors through open communication, setting clear expectations, and providing opportunities for growth to help them re-engage positively with the organization.

The Leader as a Gardener of People: Disgruntled Stage
People, Leadership
Matthew Harrington
The Leader as a Gardener of People: Adolescent ...

The "Adolescent" stage of follower development, akin to the teenage years, is a critical period where initial enthusiasm fades, and individuals start testing boundaries while seeking greater responsibility. Leaders must adopt a coaching approach that balances support and accountability, addressing behaviors that don’t align with organizational values, reinforcing early wins, and consistently adhering to established boundaries and goals. By proactively coaching and maintaining a positive environment, leaders can help their team members navigate this transitional phase and continue their growth into confident, competent contributors.

The Leader as a Gardener of People: Adolescent Stage

ATD

Millennials: The "Risk-Averse" Generation? (TD.org)

Millennials: The "Risk-Averse" Generation? (TD.org)

“While technology is young people's oxygen, risk may be their carbon monoxide," stated Inc. magazine, in its May 2015. This statement was a clear response to the decrease of upstart entrepreneurs in this generation as opposed to other generations. According to the magazine, young people (25-35 years old) launched 35 percent of start ups in 1996, young people start ups only made up 18 percent of the market in 2014. Indeed, although innovative and team-oriented, Millennials may be the most risk-averse generation. But why? 

4 Real Ways to Motivate Millennials

4 Real Ways to Motivate Millennials

Originally posted on TD.org on January 22, 2015

There is a misconception going around the “management water cooler” about how to motivate Millennials in the workplace. Many organizations think Millennials can be won over and motivated with flexible work packages, higher salaries, and great benefits. These aren’t bad ideas, and I’m sure many Millennials will thank you and ask for more (and more). But, this is not what actually motivates the Millennial worker—and it probably won’t get them to stay with your organization. 

Millennial Talent Development: Areas of Focus for 2015 (TD.org)

Millennial Talent Development: Areas of Focus for 2015 (TD.org)

Originally posted on TD.org in ATD's Management Community

Although Millennials may think they come to the workforce primed and ready to go, needing little to no development, they would be wrong (and I’m a recovering Millennial so I can say that). We all need development, and we all need help identifying strengths and identifying ways to neutralize our weaknesses.

Here is a list of eight areas of development for you, as a manager, to work on with your Millennials in 2015.